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Snap Inc. and California’s Civil Rights Department have reached a $15-million settlement to resolve allegations of sexual harassment, discrimination and retaliation at the Santa Monica-based ...
The lawsuit sought a jury trial to review the EEOC's charges of pervasive sexual harassment and discrimination, as well as an injunction for the company to cease unlawful behavior and pay restitution to affected employees. That day, Activision Blizzard announced it had reached a settlement with the EEOC, pending judicial approval.
Over the last decade, the agency has won settlements in 171 race discrimination suits involving Black workers, 59 cases involving Latino victims, 12 involving Asian victims and six involving white ...
[3]: 12, 21 The EEOC investigates discrimination complaints based on an individual's race, color, national origin, religion, sex (including sexual orientation, pregnancy, and gender identity), age, disability, genetic information, and retaliation for participating in a discrimination complaint proceeding and/or opposing a discriminatory practice.
Case history; Prior: White v. Burlington Northern & Santa Fe Railroad Co., 364 F.3d 789 (6th Cir. 2004). Holding; The anti-retaliation provision (42 U. S. C. §2000e–3(a)) under Title VII of the Civil Rights Act of 1964 does not confine the actions and harms it forbids to those that are related to employment or occur at the workplace.
Case history; Prior: Judgment for plaintiff, 618 F. Supp. 1109 (D.D.C. 1985); Affirmed, 263 U.S. App. D.C. 321, 825 F.2d 458 (1987): Holding; Once a Title VII plaintiff proves that gender played a motivating part in an employment decision, the defendant can only avoid a finding of liability by proving by a preponderance of the evidence that it would have made the same decision regardless of ...
The EEOC has sued Tesla, accusing Elon Musk’s electric car maker of violating “federal law by tolerating widespread and ongoing racial harassment of its Black employees and by subjecting some ...
The McDonnell Douglas case established that, in an employment discrimination case: The plaintiff (employee) must first establish a prima facie case of discrimination. [9] The defendant (employer) must produce evidence of a legitimate non-discriminatory reason for its actions. If this occurs, then the presumption of discrimination dissipates. [11]